Decoding Seniority Levels: Understanding the Factors that Determine Your Career Progression

In my previous article, I talked about how to navigate your career path using the analogy of a chessboard, where each square represents a specialization, a domain area, i.e., industry, a seniority level, and a salary level. While dimensions like specialization or industry are more or less clear and understandable, many questions surround the measurement of seniority level.

1. Different companies measure this level differently.

2. Many mistakenly believe that seniority level is determined by or equal to years of experience in a specific profession or position.

3. Many also believe that seniority level reflects the level of knowledge and professional skills.

We will now address all these points one by one. I will try to explain clearly and comprehensively how to determine your level for a specific company or position or how to assess it most objectively.

Let's start with the fact that seniority levels can also vary for the same specialist in different companies. So, what does it depend on?

Firstly, it depends on the organizational structure. The more hierarchical the organization, the more levels of seniority exist within such a company. These levels define different roles and levels of authority. Thus, the level determines how the company organizes and distributes decision-making authority.

Secondly, seniority levels in a company depend on its size and industry. In large companies with numerous departments, higher seniority levels are required to manage and coordinate various functions. Conversely, smaller companies may have fewer levels due to operational optimization and fewer employees. Therefore, transitioning to a larger company can be more challenging. Although employees in small companies often have knowledge and experience in a broader range of areas, their expertise may not be as deep as often required in larger companies.

Thirdly, the difference in seniority levels between companies also depends on the career ladder. Within each company, some organizations create their own career ladder with many small steps to manage employee growth and advancement internally gradually. In other companies, these levels may be broader, and performance evaluation and career ladder promotion, if it exists, lead to fewer hierarchical levels.

Fourthly, cultural and historical factors also influence the difference in seniority levels in companies. For example, there are cultures with a more egalitarian management structure. Accordingly, there will be fewer levels in such cultures because the company's structure itself and each level entail a higher level of responsibility.

Fifthly, it's important to remember that legislation controls some regions' normative requirements for determining levels. In order to qualify for a certain position, some countries legislatively regulate the level of education you must have, as well as the level of expertise, years of experience in specific fields, and knowledge level in your specialty.

Oh, I just remembered that I need to add the sixth point. It's the company's business model. The presence and difference in seniority levels also depend on how the company generates revenue. Accordingly, if a company profits from what it sells, the expertise level of its employees is in the company's best interest. Of course, they need to maintain a certain level. However, there are cases where companies overestimate it.

Now let's talk about the second misconception: that your seniority level is determined solely quantitatively, meaning by the number of years of experience in a specific profession. In reality, more and more companies determine seniority levels qualitatively rather than quantitatively. That is, a certain number of years of experience does influence it, as well as your level of education.

However, the company also evaluates the quality of projects you have participated in and the quality of your contributions to those projects. When a company assesses expertise level, they typically look at whether you have experience solving similar tasks that you will encounter in your new role. Additionally, they want to evaluate the conditions in which you successfully solve tasks and whether those conditions align with what the company can offer. Moreover, the company assesses the knowledge and skills you have utilized to solve tasks in your previous roles. Hence, requirements are not only for knowing a specific technology stack but also for understanding how these technologies work ''under the hood'', meaning the underlying principles. By understanding these principles, a professional can freely choose tools, which also require a certain level of seniority.

When evaluating seniority level, the company also looks at the complexity of the work you have performed. Does this work require analyzing a wide range of data? How broad should this data spectrum be? How many factors do you have to consider in decision-making? How do you approach problem-solving? How do you collaborate within a team to make and implement specific decisions?

Additionally, the company considers the need for supervision when assessing seniority level. Can you act as an independent team member and make decisions autonomously without relying on more experienced colleagues? Or can you provide supervision to less experienced team members yourself?

And only as the fifth factor in assessing your seniority level does your previous professional experience and education in your field come into play.

In this article, I have covered important aspects of assessing the seniority level of professionals and understanding companies' requirements for this level. The key takeaway is that seniority level is more than just the number of years of experience in a specific field. Today, companies are increasingly focused on a qualitative assessment of the expertise and skills of candidates.

Several factors need to be considered to determine your seniority level in a specific company or position. The organizational structure of the company, its size, and industry, cultural and historical factors, as well as the company's business model - all of them influence seniority levels.

Companies evaluate not only the number of years of experience but also the quality of projects you have participated in and your contributions to them. They pay attention to your ability to solve complex tasks, teamwork, level of knowledge and skills, as well as your ability to make decisions independently or provide supervision.

To successfully determine your seniority level, it is important to clearly understand the company's requirements where you plan to work. Utilize all available resources, including information about the company's structure, business model, career ladder, and culture, to more objectively assess your skills and experience.

Remember that the assessment of seniority level is relative and can vary across different companies. Focus on something other than the number of years of experience, but strive for growth and improvement of your skills, and constantly stay updated on the requirements and trends in your field.

We hope this article will help professionals assess their seniority level more consciously and objectively and prepare for the job search process. Good luck in your career!

P.S. You can check and compare seniority levels in some well-known companies here - https://www.levels.fyi/

#CareerAdvice #SeniorityLevels #ProfessionalSkills #JobSearch #QualitativeAssessment #CareerDevelopment